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Please Excuse My Accent: An Examination of Impression Management Strategies Used by Nonnative Speakers

Journal of language and social psychology, 2024-06, Vol.43 (3), p.298-325

2024

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Language Diversity, Nonnative Accents, and Their Consequences at the Workplace: Recommendations for Individuals, Teams, and Organizations

The Journal of applied behavioral science, 2019-03, Vol.55 (1), p.73-95

2019

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I'm Biased and So Are You. What Should Organizations Do? A Review of Organizational Implicit-Bias Training Programs

Consulting psychology journal, 2022-03, Vol.74 (1), p.19-39

2022

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Common goals and golden opportunities: Evaluations of diversity education in academic and organizational settings

Academy of Management learning & education, 2008-09, Vol.7 (3), p.309-331

2008

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Cookies, Disposition, and Job Attitudes: The Effects of Positive Mood-Inducing Events and Negative Affectivity on Job Satisfaction in a Field Experiment

Organizational behavior and human decision processes, 1995-04, Vol.62 (1), p.55-62

1995

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Challenging Conventional Wisdom About Who Quits: Revelations From Corporate America

Journal of applied psychology, 2008-01, Vol.93 (1), p.1-34

2008

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Procedural Justice in Performance Evaluation: The Role of Instrumental and Non-Instrumental Voice in Performance Appraisal Discussions

Journal of management, 1995-08, Vol.21 (4), p.657-669

1995

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Stereotype Threat Research Hits the Sweet Spot for Organizational Psychology

Industrial and organizational psychology, 2014-09, Vol.7 (3), p.450-452

2014

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Prediction of job satisfaction from characteristics of personal work goals

Journal of organizational behavior, 1990-01, Vol.11 (1), p.29-41

Roberson, Loriann

1990

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The rich get richer: predicting participation in voluntary diversity training

Journal of organizational behavior, 2007-08, Vol.28 (6), p.753-769

2007

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Contending With Stereotype Threat at Work: A Model of Long-Term Responses 1Ψ7

The Counseling psychologist, 2011-05, Vol.39 (4), p.570-600

2011

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Minaccia da stereotipo e comportamenti organizzativi per gli operatori sanitari

MECOSAN, 2016-03 (96), p.153-158

2016

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Individual and environmental factors influencing the use of transfer strategies after diversity training

Group & organization management, 2009-02, Vol.34 (1), p.67-89

2009

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Designing effective diversity training: influence of group composition and trainee experience

Journal of organizational behavior, 2001-12, Vol.22 (8), p.871-885

2001

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6. Racioethnicity and job performance: A review and critique of theoretical perspectives on the causes of group differences

Research in organizational behavior, 2001, Vol.23, p.247-325

2001

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Stereotype threat and feedback seeking in the workplace

Journal of vocational behavior, 2003, Vol.62 (1), p.176-188

2003

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Using Needs Assessment to Resolve Controversies in Diversity Training Design

Group & organization management, 2003-03, Vol.28 (1), p.148-174

2003

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Handbook of Motivational Counseling: Concepts, Approaches, and Assessment

1. Aufl., 2004

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Hiring for Diversity: The Challenges Faced by American and European Companies in Employee Selection

Corporate Social Responsibility and Diversity Management, 2017

2017

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What Motivates Fairness? The Role of Subordinate Assertive Behavior on Managers' Interactional Fairness

Journal of applied psychology, 1998-10, Vol.83 (5), p.731-744

1998

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13 When Group Identities Matter: Bias in Performance Appraisal

The Academy of Management annals, 2007-12, Vol.1 (1), p.617-650

2007

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13 When Group Identities Matter: Bias in Performance Appraisal

The Academy of Management annals, 2007-12, Vol.1 (1), p.617-650

2007

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Job Attitude Organization: An Exploratory Study1

Journal of applied social psychology, 1989-06, Vol.19 (9), p.717-727

1989

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Moderating Effects of Goal Orientation on the Negative Consequences of Gender-Based Preferential Selection

Organizational behavior and human decision processes, 2002-01, Vol.87 (1), p.103-135

2002

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Assessing personal work goals in the organizational setting: Development and evaluation of the work concerns inventory

Organizational behavior and human decision processes, 1989-12, Vol.44 (3), p.345-367

Roberson, Loriann

1989

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Please Excuse My Accent: An Examination of Impression Management Strategies Used by Nonnative Speakers

Language Diversity, Nonnative Accents, and Their Consequences at the Workplace: Recommendations for Individuals, Teams, and Organizations

I'm Biased and So Are You. What Should Organizations Do? A Review of Organizational Implicit-Bias Training Programs

Common goals and golden opportunities: Evaluations of diversity education in academic and organizational settings

Cookies, Disposition, and Job Attitudes: The Effects of Positive Mood-Inducing Events and Negative Affectivity on Job Satisfaction in a Field Experiment

Challenging Conventional Wisdom About Who Quits: Revelations From Corporate America

Procedural Justice in Performance Evaluation: The Role of Instrumental and Non-Instrumental Voice in Performance Appraisal Discussions

Stereotype Threat Research Hits the Sweet Spot for Organizational Psychology

Prediction of job satisfaction from characteristics of personal work goals

The rich get richer: predicting participation in voluntary diversity training

Contending With Stereotype Threat at Work: A Model of Long-Term Responses 1Ψ7

Minaccia da stereotipo e comportamenti organizzativi per gli operatori sanitari

Individual and environmental factors influencing the use of transfer strategies after diversity training

Designing effective diversity training: influence of group composition and trainee experience

6. Racioethnicity and job performance: A review and critique of theoretical perspectives on the causes of group differences

Stereotype threat and feedback seeking in the workplace

Using Needs Assessment to Resolve Controversies in Diversity Training Design

Handbook of Motivational Counseling: Concepts, Approaches, and Assessment

Hiring for Diversity: The Challenges Faced by American and European Companies in Employee Selection

What Motivates Fairness? The Role of Subordinate Assertive Behavior on Managers' Interactional Fairness

13 When Group Identities Matter: Bias in Performance Appraisal

13 When Group Identities Matter: Bias in Performance Appraisal

Job Attitude Organization: An Exploratory Study1

Moderating Effects of Goal Orientation on the Negative Consequences of Gender-Based Preferential Selection

Assessing personal work goals in the organizational setting: Development and evaluation of the work concerns inventory

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